工作要求对中小型物流企业一线员工离职倾向的影响——基于京津冀35家企业的调查  

The Impact of Job Demand on the Turnover Intention of Workers at the Production Line in Small and Medium Logistic Enterprises——based on Investigation on 35 Enterprises in Beijing-Tianjin-Hebei Region

作　　者：解进强 付丽茹[2] XIE Jin-qiang;FU Li-ru(Beijing Wuzi University,Beijing101149,China;Beijing College of Finance and Commerce,Beijing101101,China)

机构地区：[1]北京物资学院商学院,北京市101149 [2]北京财贸职业学院商学院,北京市101101

出　　处：《中国流通经济》2019年第12期95-106,共12页China Business and Market

基　　金：教育部人文社会科学规划项目“我国技能形成模式选择与制度构建研究”（16YJC880040）;北京市科技创新服务能力建设科研计划项目“新常态下北京市物流企业协同发展模式研究”(SM201651638001)

摘　　要：工作要求是工作情境中与员工身体、心理、组织、社会等方面有关,需要员工持续不断付出身心努力的因素。工作要求持续过高会影响员工身心健康,诱发工作倦怠与离职倾向。本研究基于文献研究明确离职倾向前因变量,继而对中小型物流企业进行现场考察、人员访谈和问卷调查,总结一线员工工作特征,提出工作要求构成维度(即挑战性工作要求和阻碍性工作要求),构建一线员工离职倾向影响模型,实证检验工作要求及其子维度对离职倾向的影响和作用。研究发现,工作负荷、工作时间、单调重复、人际消耗、工作家庭冲突对一线员工离职倾向具有显著正向影响,工作倦怠不在工作要求对离职倾向的影响中发挥显著中介作用,薪酬满意度对离职倾向具有显著负向影响,且在挑战性工作要求对离职倾向的影响中发挥显著调节作用。因此,为有效降低一线员工工作倦怠和离职倾向,建议中小型物流企业采取以下措施:一是加强对一线员工的差异化管理和分类施策,如通过机械化、自动化作业降低工作负荷,通过加强技能培训减少操作失误等,不断降低新员工、年轻员工应对挑战性工作要求的压力;二是通过增设管理岗位,加强团队建设,增加管理权限,有效缓解老员工、年长员工应对阻碍性工作要求的压力;三是采用弹性用工制度,适当降低一线员工工作负荷,加强作业计划性,避免频繁加班作业,制定薪酬增长计划,提升薪酬满意度等。Job demand is related to employees’ physical,psychological,organizational,and social situation in their job context,which needs the employees to continuously spend effort. The continuous higher job demand will have negative impact on employees’ physical and psychological health,and lead to burn-out and turnover intention. Based on literature research,on-site investigation and questionnaire,the authors summarize the antecedent variables of turnover intention and the job characteristics of workers at the production line,put forward the constitutional dimension of job demand,establish the impact model for the turnover intention of workers at the production line,and testify the impact of job demand and its sub-dimension on turnover intension. It is found that:workload,work-time,boring and repetition,consumption on human relation,and conflict between job and family will have positive impact on the turnover intention;burn-out does not play the significant mediating effect on turnover intention;and compensation satisfaction has significant negative impact,especially it plays the significant mediating role in influencing the turn-over intension of challenge job demand. So to effectively reduce the burn-out and turnover intention,the authors put forward the suggestions that:first,strengthening the differentiated management and classified countermeasures;second,strengthening team building and increasing administration authority;and third,adopting flexible labor system,reducing work-load of workers at the production line,and increasing compensation satisfaction,and so on.

关 键 词：工作要求 工作倦怠 薪酬满意度 离职倾向 

分 类 号：F272.92[经济管理—企业管理]